Challenges faced by HR departments in the modern day.

Challenges faced by HR departments in  the modern day.

 

The recruitment and selection process is one of the most important functions of its HR department which correlates to its success and sustainability. According to Rozario, Venkatramen and Abbas (2019), “Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset”. The use of technology and how it has evolved into something which as humans now a days cannot live without , during the past couple of decades has become a very common touch within the hands of any organization. Companies that aspire to sustain their competitive edge, both at present and in the future require human force well equipped with recent techniques and technologies to face the changes and upcoming challenges of 21st century (Nasir,2017). Furthermore according to Nadir (2017), there are an incredible number of demands on organizations today. Few of them includes escalating globalization, tough competition, frequent changes in technology, new organizational alliances, novel organizational structures, demographical shift, change in methods of working.

Challenges faced by HR departments in an organization at present.

 

1.     1. Recruiting and selecting the right candidate for the right job.

The foremost function of HR is to locate the people with needed expertise for the progression of a company (Miller & Cardy, 2000).as such the quality of the employees hired totally depends on the organization’s HR strategies. With the globalization of institutions the pool of candidates have expanded to a vast amount with multinational, multirelegion and multi ethnic aspects. Hence it is extremely important for 21st century managers to broaden their view of judging people on the basis of their origin, culture, values ethnicity and background (Nasir 2017).

2. Promoting and sustaining organizational culture.

Globalization has created organizations work force with multicultural back grounds. This has paved the path for more innovations and creativity which intern reflects upon the sustainability of the organization. “Culture of any workplace is its root and hence HR managers really have to put a lot of effort for developing a successful organization culture. Due to acquisition and mergers in 21st century, the HR managers have to develop such a culture that supports these changes” (Williams, 2003).

3. Motivation, career development and retention of employees.

At present most employees in most organizations prefer career development. In service training programmes are a must which should be organised by HR departments. Mostly employees should develop their skills not only in one specific field but many. The availability of a vast number of options have brought up a challenge in retaining skilled employees within the organization. “We understand that all human beings are different from each other and the employers have to have different ways for motivating and keeping the talent. Financial benefits are no longer considered to be a tool for retaining employee (Nasir,2017).

4. Conflict management and resolution.

Conflicts in an organization are inevitable. There are two types of conflicts. Constructive which had a potential for a positive outcome to the organization and the other is destructive which has a potential to create a negative impact in the organization. Hence HR managers should be vigilant intervene strategically at the right time. According to Nasir (2017), The HR managers need to find methods for coping up with conflict timely. They have to act as a mediator and must quickly respond to the conflict before it results into a drastic damage to an organization.

With the globalization the whole world has become a global village. Countries have become continents of one huge country. These are the days where an organization brings the resources from one country, manufacture the product in the second country, sell the product in the third country, financing banks are in the fourth country, insurancing of goods and items dine by the fifth country and the workforce form the sixth country. So the challenges the HR managers get these days are much more complicated than the issues handled by their predecessors some decades ago.

As companies move around the world setting up offices, service delivery centres and manufacturing hubs, there will be an even greater movement of people and that is the big challenge while moving forward. Managing diverse workforce is another important problem that HR managers need to tackle (Joshi & Narkhede,2007).

The role of HR managers have become more crucial to organizations these days. Maintaining the 5 Rs resourcing, recruiting the right talent, retaining, retraining and restructuring if adhered to is surely to bring up the best outcome through its work force in an organization. The HR role and responsibility has been changing for some time. The switching to human resources from personnel was a step to acknowledge the worth of employees as an organizational asset. In addition, this shift was intended to call for HR to show up as a strategic partner to advice on critical matters and to participate in major business decisions (Beatty & Schneier, 1997).

 

 

List of references

 

1.     Beatty, R. W., & Schneier, C. E. (1997). New human resource roles to impact organizational performance: From "partners" to "players." In D. Ulrich, M. R. Losey, and G. Lake (Eds.), Tomorrow's HR management: 48 thought leaders call for change. Boston: Harvard Business School Press.

2.     Joshing S & Narkhede P.A (2007). Challenges if Human Resource Management In borderless world. Employee engagement in mega mart.pp2-4.

3.     Miller, J.S & Cardy, R.L (2000). Technology and Managing People: keeping the Human in the Human Resources. Journal of labor Research, vol 21, pp 447- 461

4.     Nasir H.Z (2017). Emerging Challenges of HRM in 21st Century:A Theoretical Analysis.International journal of academic research in business and social sciences. Pp 1-8.

5.     Rozario S.D, Venkatramar S & Abbas A.M (2019). Challenges in recruitment and selection: an empirical study. Challenges. p10.

6.     Williams, B. T. (2003). Speak for yourself? Power and hybridity in the cross-cultural classroom. Journal of College Composition and Communication, 54, 586-609

Comments

  1. Suresh WijewardeneMay 16, 2022 at 7:38 AM

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  2. Suresh WijewardeneMay 16, 2022 at 7:40 AM

    Agreed Udana but due to the advancement of technology and in the current context, employees prefer to work from home. According to Anderson (2002), flexible work arrangements have tremendous benefits, but at the same time, they are going to increase the level of stress on management and the workforce. This has to be dealt with well by 21st century managers, but HR professionals need to find a way to regularly monitor the progress and challenges faced during the period. In addition to that, line managers should be trained in high emotional intelligence.

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